A Different Approach
This is not about dismantling tracking systems or abandoning process altogether. It is about treating the whole thing as a system, one that only works when its parts are aligned. Job descriptions that come from actual conversations between HR, the hiring manager, and the team, before the advert goes out, rather than from last year's template.
- ATS configurations that are reviewed and adjusted regularly, supported by people rather than substituted for them.
- Selection processes where all relevant perspectives are present and clear criteria have been agreed before the first application arrives.
- Onboarding understood as a strategic process, not an administrative formality. Structured, accompanied by people who know the work, shaped to the actual role and culture.
- None of this is novel. But done consistently, and in combination, it is the difference between a process that frustrates and one that works.
For those who want to find and keep skilled people: the whole journey needs to be thought through. From the first line of the job advert to the end of the probationary period.